Top Senior HR Jobs in Chicago, IL

Strategic HR partner for Technology and Platform organizations, leading organizational design, workforce planning, technical career frameworks, hiring strategy, onboarding, manager development, performance management, compensation guidance, employee relations, change management, and people analytics. The role advises senior leaders in a fast-paced trading environment while scaling technical teams and maintaining a high-performance culture.

Serve as the primary HR partner for Global Technology, Data & Analytics international teams, leading change management, organization design, workforce planning, talent and succession initiatives, and leader coaching. Translate technology modernization into people strategies, coordinate across regional HR teams, use people data to identify risks and gaps, and support hiring and development for distributed, non-U.S. associate populations.

Leads HR due diligence, Day 1 readiness, and post-close integration for mergers, acquisitions, divestitures, and strategic partnerships. Assesses workforce, compensation, benefits, labor, policy, HRIS, payroll, and compliance considerations; develops organizational design and harmonization plans; coordinates cross-functional workstreams; manages risks, governance, communications, and change initiatives; and advises executives throughout transaction lifecycles.

Lead employee relations, employment-law guidance, and HR compliance. Advise HRBPs and leaders across the employee lifecycle, oversee investigations, maintain policies, run compliance audits, and manage a team to ensure consistent, defensible HR practices.

Serve as strategic HR partner to North America Sales, aligning talent, workforce planning, leadership development, and organizational design with business goals. Lead talent reviews, succession planning, performance management, employee relations, change initiatives, and use workforce analytics and digital/AI tools to inform decisions and improve people outcomes. Coach leaders and manage complex employee relations and transformations.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

Strategic Senior HR Business Partner supporting global Engineering, Product, and Design leadership and North American regional operations. Advises VP-level leaders, leads organizational design, workforce planning, succession modeling, change management, talent strategies, and data-driven organizational diagnostics. Partners with employee relations, compliance, total rewards, talent acquisition, legal, finance, and other centers of excellence to execute integrated people solutions across the United States, Spain, and India.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

Serves as a strategic HR partner to business leaders, providing coaching and guidance on employee relations, performance management, talent planning, staffing, succession, compensation, policies, compliance, investigations, accommodations, leave matters, onboarding, and training. Collaborates with HR colleagues and senior leadership to implement talent strategies, resolve complex employee issues, and support organizational goals.

Partner with senior technology leaders to drive workforce strategy, org design, succession, compensation and performance cycles. Advise on complex people matters, lead large change initiatives, use data to diagnose issues and deliver talent outcomes across a global, matrixed organization.

Leads HR operations and an early-career HR team supporting Chicago and Great Lakes employees. Responsibilities include onboarding, employee relations, performance management, leave administration, I-9 compliance, employee records, investigations, HR technology, process improvement, and workforce transitions. Acts as an HR Business Partner for corporate and operational leaders, ensures compliant and consistent practices, improves service delivery, and supports office-management activities.

The Human Resources Business Partner advises leaders on people and culture matters, manages employee relations, and leads performance management and career development programs. Responsibilities include workforce planning, policy guidance, HR metrics analysis, talent initiatives, compensation guidance, retention and engagement efforts, and multiple HR projects. The role requires strong communication, employment law knowledge, confidentiality, and collaboration across a multi-location organization.

Partners with plant leaders and employees to align HR programs with manufacturing goals. Responsibilities include workforce planning, performance management, talent development, training, onboarding, employee relations, investigations, engagement, offboarding, leave administration, workers’ compensation, and compliance. The role is onsite five days per week in Oswego, Illinois and supports a 60-person, multi-shift manufacturing workforce.

Partners with business leaders and employees across the North Central U.S. to deliver strategic HR guidance. Responsibilities include workforce planning, organizational design, employee engagement, talent development, succession planning, change management, employee relations, performance management, investigations, compensation, coaching, training, and HR project leadership. The role advises leaders, supports organizational effectiveness, promotes a positive employee experience, and collaborates with HR teams in a geographically dispersed environment.

Leads strategic HR partnership for Epiq’s Class Action and Restructuring businesses. Responsibilities include workforce planning, organizational design, succession planning, talent management, leadership coaching, employee relations, change management, and transformation initiatives. The Director leads three HR professionals, advises senior executives, uses workforce analytics and AI-enabled solutions, and partners with HR Centers of Excellence to improve organizational effectiveness, employee engagement, productivity, and business outcomes.

Lead HR operations for more than 750 employees at Uline’s Kenosha branch. Responsibilities include managing and developing the HR team, partnering with hiring managers on recruitment, supporting employee relations and corrective actions, and ensuring consistent application of HR policies and employment laws.

Serve as strategic HR partner to Operations leaders in a high-growth environment. Drive talent management, organizational development, change management, performance processes, and data-driven HR insights. Coach leaders, support talent acquisition and succession planning, ensure compliance, and champion culture and engagement initiatives to improve workforce performance.

Manages day-to-day People Operations across the employee lifecycle, including employee relations, compliance, leave administration, performance management, recruiting, onboarding, benefits, compensation, payroll, HRIS administration, reporting, and process improvement. Provides guidance to employees and managers, maintains accurate records, supports investigations and employment-law compliance, coordinates benefits and payroll, and partners with the Chief People Officer on organizational initiatives.

The HR Business Partner advises clinical and corporate leaders on employee relations, performance management, workforce planning, retention, engagement, and organizational effectiveness. Responsibilities include investigations, corrective actions, compliance across multiple jurisdictions, benefits and open enrollment support, HR operations, employee lifecycle transactions, HR analytics, and employee experience initiatives. The role partners with cross-functional teams and supports consistent HR practices across a geographically dispersed healthcare organization.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Partners with senior leaders to align workforce strategy, organization design, talent planning, succession, culture, change initiatives, employee relations, and HR solutions with business goals. Uses people analytics and AI-enabled insights to inform decisions, coaches leaders, facilitates talent discussions, manages risk, and integrates HR Centers of Excellence. Requires strong consulting, communication, judgment, and change leadership capabilities.

Serves as the HR partner for business leaders and employees across assigned offices. Provides guidance on HR policies, employee relations, performance management, talent planning, compensation, compliance, workforce changes, and leadership development. Analyzes HR data, compensation, turnover, and engagement trends to recommend improvements. Implements HR programs, supports training and succession planning, resolves workplace issues, and reports progress to HR leadership. Requires up to 30% travel.

Supports the HR people strategy for assigned business units through employee relations, manager coaching, performance management, development planning, organizational change, recruiting partnerships, policy guidance, compliance, and investigations. Partners with HR leaders and business stakeholders to improve organizational effectiveness, leadership capability, and operational effectiveness. Facilitates manager and employee training, advises on leave and accommodation matters, and contributes to broader HR initiatives.

Leads NRDC’s HR technology strategy, HRIS governance, systems implementations, integrations, data integrity, reporting, compliance, and operational workflows. Owns Dayforce HCM and partners with HR, IT, Finance, Payroll, Legal, and vendors to optimize employee lifecycle processes, automate workflows, improve system usability, and support secure, accurate workforce data. Manages and develops the HRIS team while overseeing onboarding, benefits, payroll connections, offboarding, documentation, change management, and technology portfolio improvements.